Flexible Work Arrangements in the Post-COVID Era
The economy is starting to reopen, and organizations are starting to think about reopening the offices they closed to prevent the spread of COVID-19. In the coming weeks and months, HR managers and leadership teams will revisit and revise remote work policies to determine what work can, will, and should look like.
It鈥檚 hard to imagine going back to a normal work environment鈥攐ne in which every employee shows up to the same office on the same day and stays for the same number of hours. There鈥檚 growing support for policies that allow flexible work arrangements, according to LinkedIn鈥檚鈥�55 percent of respondents said that their industry could be effective when people work remotely. In addition, flexible work arrangements promote public safety: Infectious disease experts say that having fewer people in an office space lowers the risk of transmission of infectious diseases, the notes.
These decisions will have major implications for employees. Now is the time for workers to speak up and make the case for their own flexible work arrangements. Here鈥檚 how you can prepare for and negotiate an arrangement that best suits your needs.
Know what your flexible work arrangement entails.
The national consulting firm defines flexibility along three lines: where you work, when you work, and how you work.
- Where you work: Workplace experts told that they expect fewer open offices and more remote work options as states ease restrictions enacted to prevent the spread of COVID-19. Many employees are concerned about safety during the reopening period, so negotiating flexible arrangements will be a major topic of conversation. To make the work-from-home case, you鈥檒l need a home office that鈥檚 tech-enabled and disruption-free; check with your HR department to find out what you鈥檒l need.
- When you work: The 9-to-5 work schedule is restrictive for employees with busy personal lives. These days, flexible work schedules abound, writes; you might be able to start work earlier or log hours at night after you鈥檝e put the kids to bed, but flexibility varies with industry and job function.
- How you work: You need to understand your work strengths, weaknesses, and preferences. Extroverts, who are energized by working closely with others, might insist on face-to-face meetings and informal video chats. Introverts, on the other hand, might be happy to work heads-down for hours at a time to tackle their daily tasks.
Know whom you鈥檙e negotiating with.
Managers might be more open to talking about flexible work arrangements, but before you send that email asking to discuss a flexible work arrangement, you should still do some research.
- Does your organization already have a documented flexible work policy in place? If so, what is it?
- Who are the decision-makers? It could be your direct manager, the most senior person in your department, the HR manager鈥攐r all of the above. Engage with them early.
- Who are the advocates? Talk to remote work advocates who have influence in your organization. If they鈥檝e already been down the negotiating path, they'll be able to share some insight into the process.
Make a plan.
Perhaps most importantly, you鈥檒l need a plan for how your flexible arrangement will work. Be prepared to address and respond to questions or concerns about certain aspects of your plan. If you鈥檙e asking to work from home two days a week, you might be asked about how you鈥檒l ensure that you鈥檒l stay connected and accountable to your managers and team. If you鈥檙e asking to leave early every day to pick your kids up from school, you might be asked whether you have a contingency plan for when something urgent comes up while you鈥檙e out. As Sacha Connor of suggests, you might want to proactively propose performance objectives and communication norms and expectations for when you鈥檙e online.
As organizations slowly start to pull back from crisis mode, many of them will use this moment as an opportunity to experiment with new ways of working. Employees should do the same so that they鈥檙e in a good position to take advantage when opportunities arise.
